The Manager, Learning Development is responsible for designing, implementing, and managing comprehensive learning and development initiatives. This role plays a critical part in identifying and aligning learning initiatives across all geographies with the Firm's goals, developing impactful learning experiences and fostering a culture of continuous learning and growth.
Responsibilities
Global Flagship Learning Programs
- Analyze firmwide skill needs and collaborate with stakeholders to identify learning objectives that support the Firm’s overarching goals across all geographies.
- Design, develop, and execute comprehensive flagship learning programs and initiatives that foster a high-performance culture and drive the development of core business capabilities.
- Ensure flagship programs address key firmwide competencies and are scalable, consistent, and aligned with the Firm’s priorities.
- Utilize a variety of learning methods—including in-person sessions, internal panel discussions, experiential learning, simulations, online modules, and mentoring/coaching—to maximize engagement and impact across the global employee base.
- Design, curate, and maintain a portfolio of on-demand learning resources to support continuous employee development and just-in-time skill acquisition.
Departmental and Bespoke Learning Programs
- Partner with business leaders, department heads and People Partners to identify specific skill gaps and development needs unique to their teams or functions.
- Evaluate departmental, bespoke requests for learning initiatives to determine whether they reflect broader organizational needs and assess their potential to be scaled to other departments or even for firmwide application.
- Design, develop, and deliver tailored learning programs and initiatives that address these targeted needs, supporting both individual and team growth.
- Facilitate bespoke team sessions to support high performing teams using psychometric assessments and other learning methods.
- Provide external executive coaching to senior leaders through our external coaching network whilst continuing to review and build our executive coaching bench.
- Adapt content and delivery methods to suit the unique context of each department, leveraging a mix of learning experiences such as workshops, team-based projects, on-the-job learning, and customized coaching or mentoring.
- Contribute to the broader learning agenda by supporting and implementing department-specific development initiatives, ensuring alignment with overall talent development strategy while meeting localized requirements.
Learning and Development Evaluation
- Work with the team to develop evaluation frameworks and metrics to measure the effectiveness and impact of learning programs
- Gather feedback and conduct assessments (using surveys, interviews etc.) to assess the efficacy of learning initiatives and identify areas for improvement
- Analyze data to evaluate learning outcomes and make data driven enhancements and improve programs and initiatives.
Coverage: USA Region and Targeted Departments
- Serve as the primary learning and development partner for the USA region, while also supporting select departments with tailored learning initiatives to address their development needs.
Collaboration and Partnerships
- Build and maintain relationships with stakeholders, including senior leaders, department heads, and the People team, to align learning initiatives with the Firm’s goals and supporting a high-performance culture.
- Where appropriate, collaborate with external vendors, subject matter experts, and consultants to leverage external expertise and deliver high-quality leadership learning programs
- Identify and establish strategic partnerships with external training providers, consultants, and institutions to enhance the organizational leadership development offerings
Budget and Resource Management
- Contribute to the management of the budget, ensuring efficient utilization of resources
- Identify and leverage cost-effective learning solutions and technologies to deliver leadership and other learning initiatives
Skills and experience
- Minimum of five years’ proven experience in designing and delivering programs, for varying levels of seniority, in an international, multi-cultural environment.
- Strong understanding of various development methodologies frameworks and best practices
- Experience in delivering learning using a range of methods (e.g., in person, internal panel learning, virtual, experiential learning, simulations, online learning, and mentoring/coaching interactive simulations).
- Familiarity with learning technologies and e-learning platforms
- Strong project management skills, including the ability to manage multiple initiatives and stakeholders simultaneously
- Strong analytical and evaluation skills to measure program effectiveness.
- Ability to work collaboratively and influence stakeholders at all levels, taking cultural differences into account.
- Experience using psychometric tools such as DiSC, Hogan or Gallup StrengthsFinder
- High attention to detail and accuracy
- Ability to multitask and prioritize own workload, producing high quality work by required deadlines
- Good business judgement to resolve problems
- Flexible approach to work and responsibilities and a 'can do' proactive approach
- Understands and appreciates the confidential nature of HR work.
- High degree of customer focus/service and able to build trusting professional relationships
- Excellent listening, verbal, and written communication skills
- Self-motivated and able to work autonomously
